산업부문별 인적자원개발과 숙련수요

Abstract

본 연구는 먼저 산업별 인력수급전망을 위한 주요 문제에 대하여 살펴본다. 기존의 거시적 인력전망접근에 대비하여 산업/분야/지역별 접근법이 질적 접근방법으로서 어떤 차이가 있는지, 그리고 유럽의 산업/지역별 연구현황에 대해 살펴본다(2장). 다음으로 산업별 인력전망의 주요 내용이라할 ‘미래숙련수요의 식별과 전망’ 방법에 대하여 주요개념, 세가지 접근방법, 그리고 가장 구체적인 진전을 보이고 있는 독일사례(숙련요건분석)를 살펴본다(3장). 마지막으로 우리나라에서 산업별 인적자원협의체를 통한？ ‘미래숙련수요 전망’ 가능성과 이를 위한 구체적, 제도적 절차, 그리고 전망 결과를 산학연계나 숙련 불일치에 대한 활용방안에 대하여 정리한다(4장).

Forecasting the demand for workforce is increasing in importance for the supply side of workforce, policy makers and individuals, especially due to the growing skill mismatch between the demand and supply of workers. Forecasting help schools plan the supply of graduates, and individuals adjust their human capital investment decisions according to labour market prospects. Due to the rapid change in technology, the competences that employers demand from new entrants are also changing fast. According to Manfred Tessaring (2003), there are time lags between new skill requirements and job market entry of the first cohorts with new skill profiles, and the lag is estimated to about 5 or 10 years. The linkage between school and industry is still weak and less developed in Korea. 'Shared Human Resource Development Committee (SHRDC)' was launched in 2004 to solve the problem of skill mismatch. This body plans forecasting of demand and supply of workforce and skill requirements at each industry level. This research purports to investigate the methodological practices of forecasting future skill demand at industry level. Up-to-date methodological approaches to identifying and forecasting skill needs are reviewed. By reviewing three methodological approaches in advanced countries, This paper derived the pre-conditions for practical execution of identification and forecasting of future skill needs at industry level. ...